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Is Your Online Job Presence Ready for Your Job Search?

February 24th, 2016

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As a job seeker, you need to put your very best face forward at all times. That means submitting carefully crafted and edited employment documents, acing your job interview, and acting professionally at all networking events. It also means you need to clean up your online presence.

The simple fact is that many of us have information that is “less than professional” floating around online. And while it may not be embarrassing, it’s not the kind of thing you want a potential employer to see as they evaluate your credentials and character. Here a few tips to help you clean up your online image:

Search for Your Name

It’s now standard practice for any employer to do a basic internet search of a candidate. Visit the major search engines and do the same – you might be surprised at what comes up. Information that you thought was lost in your past or buried deep in the list of search rankings might show up in the top few spots. Look at both sites and images.

Check Your Social Media

This is an area that trips up a lot of job seekers. You might not like the idea of an employer going onto your Facebook profile, but that doesn’t mean they won’t. If they are able to view photos of you getting wild on a vacation or acting in a way that calls your character into question, it’s going to reduce your standing as a candidate.  The first step is to remove any embarrassing photos and information. The second step is to set all but the most basic information to private viewing. Make sure you don’t overlook any old profiles that may have sat dormant for years.

Watch Out for Your Friends

You may not have posted anything embarrassing online, but that doesn’t mean your friends and family haven’t. Don’t make the shortsighted mistake of only cleaning up your own profile. Scrutinize your entire presence on social media, even if it takes some digging. Get rid of the content you have control over, and politely ask friends and family to remove anything you don’t have control over.

Turn Negatives into Positives

There is some information that it’s simply impossible to scrub off of the internet. If you find embarrassing information that’s permanently imbedded, the solution is to bury it. You can do this by establishing profiles on additional social media sites, starting a blog or personal website, and getting active on message boards and professional sites. Over time the embarrassing content will fall in the rankings and eventually become invisible to all but the most determined searchers.

Cleaning up your online presence is not something you should do, it’s something you MUST do. To learn about other job search essentials, connect with the team at The Concorde Group to work with a top staffing agency in Connecticut and Westchester.

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Does Your Performance Review Process Really Work?

January 12th, 2016

When done well, a performance review is a chance for you to provide guidance, set expectations, and improve productivity/efficiency. When done poorly, a performance review is a waste of time for all parties involved. In order to avoid missing out on a major managerial opportunity, look for the signs that indicate your performance review process may not be working.

You Barely Prepare for the Review

You have a lot to do already, which can make it difficult to spend much time preparing for performance reviews, especially if you have a big team. But ultimately that preparation is the substance of the review. If you don’t make the effort to fully survey an employee’s performance, output, and attitude it’s impossible to provide them with an honest or meaningful critique.

You Don’t Prepare the Employee

Too often, the performance review process lacks transparency. The employee doesn’t know exactly what they’re being appraised on, what period of time has been reviewed, what benchmarks they’re being compared to, and how the appraisal was conducted. This uncertainty naturally puts the employee on edge and makes them suspicious of the process. Start your review by clearly laying out your agenda and methods.

You Have a One Way Discussion

A performance review should be a discussion, not a lecture. If you’re doing all the talking, you’re missing out on a lot of valuable information and making the employee feel like they’re under attack. Provide your perspective, but make sure to ask the employee how he feels about his own performance, what goals were and were not met, and what changes he would like to make in the future.

You Hesitate to Offer Praise

Performance reviews should provide a balance of positive and negative feedback, but that doesn’t mean you should temper your praise. If an employee has turned in an outstanding performance, let her know about it and be sure to offer your gratitude. Recognition can be a powerful motivator, and a valuable resource to draw on when you can’t offer more tangible rewards.

You Shy Away from Criticism

More common is the opposite of the previous point. In an effort to provide balance you tone down or walk back from criticisms you planned to address. You shouldn’t be aggressive, but if there are clear performance issues this is the time to point them out and establish a clear plan for improvement. Let the employee know what you expect, when you expect it, and what kind of consequences are on the table.

You End Early

Make sure not to end your performance review until both parties are on the same page. If an employee is unclear about what is working, what is not, and how things will operate moving forward, then the whole process has been a waste. Take some time at the end of the review to address any confusions/concerns.

You probably just completed end-of-the-year performance reviews, which makes now a natural time to reflect on the success or failure of the process. Be honest about what is not working and your next review cycle will be your best one yet. Learn more about effectively managing your team by contacting the Concorde Group.

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Will Competitive Salaries Lead to Better Job Candidates?

November 18th, 2015

As a hiring manager your ultimate goal is to attract the best and the brightest. Unfortunately, competition for top talent is fierce, and the best available professionals essentially have their pick of employer. If you have struggled to attract these elite workers the problem may be simple – you’re not offering high enough salaries. Money is a powerful motivator, and investment in talent is one that pays dividends down the road. Learn what kind of impact competitive salaries can have on your recruiting efforts and decide for yourself if it might be time to loosen the purse strings.

Eliminate the Negotiation Process

In a perfect world, a top candidate would accept your very first offer and get to work immediately. But when you offer them less salary than they expect, it’s only natural for them to hesitate, look for other offers, and eventually initiate a bidding war. This is good for the candidate but bad for you because heated salary negotiations can push compensation levels higher than you ever intended to offer. By offering a fair and generous salary at the start, you show the candidate that you value their expertise and are eager to bring them on board. Once that respect is established the candidate is a lot less likely to go looking elsewhere.

Establish Yourself as a Top Employer

When you’re trying to attract top talent, you need to sell your company to them as much as they need to sell their credentials to you. Companies that are able to offer competitive salaries project an image of success and confidence. By contrast, companies that low ball candidates appear middling, back of the pack, and manipulative. No one wants to go to work for a company that seems to be struggling to stay afloat.

Gain a Bargaining Chip over the Competition

In the conversation around recruiting today, people like to talk about alternative perks, the work/life balance, and opportunities for personal and professional growth. All of these are nice to have in a job, but the simple fact is that compensation remains the single most important reason for going to work. Your competition may be trying to steal your candidates away by offering abstract benefits, but you can easily re-establish yourself as the top contender simply by offering more money. When asked to choose between a higher salary and flexible scheduling, most smart professionals will opt for the salary.

Competitive salaries are an important part of your recruiting efforts, but they shouldn’t be the only part. Learn about other effective, low-cost ways to attract talent into your orbit by contacting The Concorde Group, the premier boutique staffing agency in Westchester County.

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